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Climate Questionnaire (climate + questionnaire)
Selected AbstractsApproaches to learning at work and workplace climateINTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 1 2003John R. Kirby Three studies are reported concerning employees' approaches to learning at work and their perceptions of the workplace environment. Based on prior research with university students, two questionnaires were devised, the Approaches to Work Questionnaire (AWQ) and the Workplace Climate Questionnaire (WCQ). In Studies 1 and 2, these questionnaires were administered to two different samples of employees, and the factor structure of the questionnaires was explored. In Study 3, the two data sets were combined, and a random half of it was used to develop reduced sets of items that addressed selected factors for each of the questionnaires. The other half of the data was used to test the scales developed. For the AWQ, three factors are proposed: deep, surface-rational, and surface-disorganised. The first of these is consistent with the student learning literature, but the other two represent a division of a unitary surface factor. The three components of the WCQ are good supervision, choice-independence, and workload. Correlations between scales indicated that the deep approach is positively associated with good supervision and choice-independence, whereas the surface-disorganised approach is negatively associated with these two constructs and positively associated with workload. Surface-rational is negatively, though less strongly associated with choice-independence. Suggestions are presented for use of these instruments in future research and practice. [source] Organisational climate, organisational commitment and intention to leave amongst hospital nurses in TaiwanJOURNAL OF CLINICAL NURSING, Issue 11-12 2010Shwu-Ru Liou Aims and objectives., To examine: (1) Taiwanese nurses' perceptions of organisational climate, levels of organisational commitment and intention to leave, as well as relationships between these three variables; (2) demographic differences in the levels of these variables; and (3) mediating effects of organisational commitment on the relationship between organisational climate and intention to leave. Background., Organisational climate is related to organisational commitment and affects nurses' performances and attitudes towards an organisation. Design., A cross-sectional, descriptive design. Method., Registered nurses working in eight hospitals in southern Taiwan for more than six months were recruited. Data were collected using the Litwin and Stringer's Organisational Climate Questionnaire, Organizational Commitment Questionnaire and a five-item scale measuring intention to leave. Questionnaires were distributed to 612 potential participants; 486 valid returned questionnaires were analysed. Results., The study's participants were generally satisfied with their hospital's climate and yet claimed low commitment to their organisation and, nevertheless, reported low intention to leave their job. Single nurses were more satisfied with their hospital's climate and were more committed to their hospital and had a lower intention to leave their job compared to married nurses. Nurses working in district hospitals perceived a better hospital climate and had a lower intention to leave than nurses working in teaching or regional hospitals. Staff nurses perceived a better organisational climate than did nurse managers. Organisational climate, organisational commitment and intention to leave were intercorrelated. Organisational climate had almost 60% indirect effect on organisational commitment related to intention to leave. Conclusions., Creating a good organisational climate may increase nurses' organisational commitment and, in turn, decrease their intention to leave. Relevance to clinical practice., To motivate nurses' positive organisational behaviours and to address their diverse needs, hospital administrators are encouraged to understand nurses' work-climate perceptions and to address nurses' varied demographic factors. [source] Relationship between organizational climate and empowerment of nurses in Hong KongJOURNAL OF NURSING MANAGEMENT, Issue 3 2002Esther Mok RN Aims,The authors explore the relationship between organizational climate and empowerment among the nursing staff of a regional hospital in Hong Kong. The main purpose of the study was to apply the modified Spreitzer measure of empowerment in a hospital and to examine the relationship of organizational climate to perceptions of empowerment. Methods,From 658 questionnaires sent out, 331 nurses participated in the study with a response rate of 50.3%. Survey measures administered included the modified Litwin and Stringer Organizational Climate Questionnaire (LSOCQ) and the modified Spreitzer empowerment instrument. The relationships between organizational climate and empowerment were examined in a series of bivariate correlational analyses. The final section of the questionnaire asked the respondents to list three elements in the organizational climate that they perceived would further increase their feelings of empowerment. Findings,Exploratory factor analysis of the modified LSOCQ resulted in six factors: leadership, working harmony, challenge, recognition, teamwork and decision making. There was a positive correlation between organizational climate and psychological empowerment. Using multiple regression analysis, all the six derived climate factors significantly accounted for 44% of the variance. Among the six predicting factors, leadership and teamwork showed the most positive relationship with psychological empowerment. Responses from the open questions on perception of organizational climate that further enhance nurses' feelings of empowerment were categorized into eight areas. They include leadership, communication, working relationship, recognition, structure, training, teamwork and stress management. Conclusion,The study echoes previous studies in finding that organizational climate and, in particular, supportive leadership and teamwork are related to empowerment. The findings also suggest that the nurses in the study did not put much emphasis on the importance of participative decision making. [source] Does professional-centred training improve consultation outcomes?PRACTICAL DIABETES INTERNATIONAL (INCORPORATING CARDIABETES), Issue 6 2006FETC Senior Lecturer in Dietetic Practice, Mrs T Parkin BSc(Hons) Abstract This study aimed to examine whether professional-centred training improves consultation outcomes. Using a pre- and post-data collection design, immediately after consultations, professionals and patients completed a consultation review sheet which was coded for the level of agreement on issues discussed and decisions made. Patients also completed the Health Care Climate Questionnaire (HCCQ). Pre-training results were fed back to the professionals to provide an objective measure of current practice. Training day one comprised 10 minutes' observation of videoed consultations of each professional in order to identify strengths and training needs. Each professional identified key areas of their consultation that they felt needed further development. Training day two centred on goal setting and negotiating agendas as these were identified as priority areas requiring more skills. Data from 110 baseline and 73 follow-up consultations were collected. The HCCQ showed no significant difference between baseline and follow up. Non-parametric tests indicated that the level of agreement on decisions had improved (Mann-Whitney U = 951; p = 0.002; ,2 = 3.67; df = 2; p = 0.026). The number of consultations where complete disagreement occurred between the patient and professional, on decisions made, reduced from 17% at baseline to 11% at follow up. It was concluded that professional-centred training can be effective in improving patients' perceptions of the consultation, and in increasing patient/professional agreement on recall of decisions made. Copyright © 2006 John Wiley & Sons, Ltd. [source] Is therapist alliance or whole group cohesion more influential in group psychotherapy outcomes?CLINICAL PSYCHOLOGY AND PSYCHOTHERAPY (AN INTERNATIONAL JOURNAL OF THEORY & PRACTICE), Issue 4 2008Trevor P. Crowe This study examined the differential ability of early in treatment measures of therapeutic alliance (Working Alliance Inventory), group cohesion (California Psychotherapy Alliance Scale for Group) and group climate (Group Climate Questionnaire) to predict outcome in a 16-session dynamic group psychotherapy for adults with major depression. Six successful therapy groups with 30 patients receiving psychodynamic group therapy were studied. Patient perceptions of the therapist alliance was not related to outcome, however, perceptions of levels of conflict and group members' ability to work actively and purposefully in treatment did predict outcome. Future research should further investigate how patients' perceptions of the whole group influence their clinical improvement. Copyright © 2008 John Wiley & Sons, Ltd. [source] | ||||||||||